CYR电厂生产部绩效考核体系设计

发布时间：2018-04-15 00:41

本文选题：发电生产部 + 绩效考核　；参考：《吉林大学》2017年硕士论文

【摘要】：目前,我国电力产能供过于求,南北区域用电需求差别较大。其中,华北地区电力供需量相对平衡,华南区域电力供需总体宽松,东北以及西北地区电力供应能力大幅过剩。火电组利用率更是大大下降,火力发电企业都面临着相互竞争的市场压力。电煤价格继续高位运行,在煤电联动机制尚未完善的情况下,成本却逐年增加,具体原因主要是归为两类,第一类是燃料成本问题,第二类是环保问题。这样就使得煤电出现成本波动大,利用率低等状况。企业明显感觉准备能力不足,火力发电企业效益将进一步被压缩。近几年来,大多数火力发电企业已开始采取战略调整,组织从构以及流程再造等改革方案。而绩效考核则是改革的重点方面。企业离不开绩效考核,它是通过一定周期来检验与评估员工的工作情况和能力水平的管理体系,其有效实施以后,企业可以根据反映情况,研究分析每位职员对企业做了哪些贡献,做了多少贡献或存在哪些问题,问题是否严重。为企业人力资源部门提供数据资料支持,帮助企业了解员工动态,更好的提高员工的绩效,最终实现企业的整体目标。面对当前电力行业的发展和市场需求,国内发电企业与发达国家发电企业相比,绩效考核体系存在弱项,主要是以主观的,以经验判断为主要依据的绩效考核模式,缺乏公平性,客观性以及准确性。要想矗立在发展迅速的经济市场中不被淘汰,就必须改变现状,改变原有的绩效考核体系。新的绩效考核体系要想达到提高业绩;提高企业核心竞争力的目的,就要做到针对不同员工所处的不同情况,结合其贡献价值,科学考核,提高效率,帮助企业健康发展。本文通过文献研究法,多学科综合研究法,系统分析研究方法,首先对CYR电厂生产部的实际情况和绩效考核现阶段的状况进行详尽的阐述,确立绩效考核在CYR电厂生产部实施的优越性。结合自身多年电力行业工作经验,依据与绩效管理及绩效考核内容有关系的理论,找出原有绩效考核中的问题。其次针对原有绩效考核体系的问题找出原因,并利用科学有效的绩效考核工具--KPI、平衡计分卡法等,提出相应的解决方案,然后根据前面的分析从方案设计原则、方案设计依据、考核指标体系的设计和考核实施对其绩效考核进行改进方案设计。最后是对绩效考核体系设计方案实施的对策建议进行详细的阐述。
[Abstract]:At present, the supply of power capacity exceeds demand, and the difference between north and south regions is great.Among them, the power supply and demand in North China is relatively balanced, the supply and demand in South China is generally loose, and the power supply capacity in the Northeast and Northwest regions is large excess.The utilization ratio of thermal power unit is much lower, thermal power enterprises are faced with competitive market pressure.The price of thermal coal continues to run at a high level, but the cost increases year by year when the coal and electricity linkage mechanism is not perfect. The specific reasons are mainly classified into two categories: the first is the problem of fuel cost, the second is the problem of environmental protection.In this way, the cost of coal power fluctuates greatly, the utilization rate is low and so on.Enterprises clearly feel that the preparation capacity is inadequate, thermal power enterprises will be further compressed benefits.In recent years, most thermal power generation enterprises have begun to take strategic adjustment, organizational restructuring and process reengineering and other reform programs.And the performance appraisal is the key aspect of the reform.The enterprise cannot leave the performance appraisal, it is the management system that examines and evaluates the employee's work condition and the ability level through a certain period, after its effective implementation, the enterprise may according to the reflection situation,The study analyzes what contribution each employee has made to the enterprise, how much contribution has been made, what problems exist, and whether the problem is serious.To provide data support for the human resources department to help enterprises understand the employee dynamics, improve employee performance, and finally achieve the overall goal of the enterprise.Facing the development of electric power industry and market demand, compared with the power generation enterprises in developed countries, domestic power generation enterprises have weak points in performance appraisal system, which is mainly based on subjective and empirical judgment.Lack of fairness, objectivity, and accuracy.If we want to stand in the rapidly developing economic market, we must change the current situation and the original performance appraisal system.If the new performance appraisal system wants to achieve the goal of improving performance and improving the core competitiveness of enterprises, it is necessary to aim at the different conditions of different employees, combine their contribution value, scientifically assess, improve efficiency, and help enterprises develop healthily.In this paper, through literature research, multi-disciplinary comprehensive research, systematic analysis and research methods, first of all, the actual situation of CYR power plant production department and the current status of performance evaluation are elaborated in detail.Establish the superiority of performance appraisal in the production department of CYR power plant.Based on the theory of the relationship between performance management and performance appraisal content, the problems in the original performance appraisal are found according to the working experience of electric power industry for many years.Secondly, to find out the reasons for the problems of the original performance appraisal system, and use the scientific and effective performance appraisal tool, KPI, balanced scorecard method, put forward the corresponding solution, then according to the previous analysis from the scheme design principle, the scheme design basis,The design and implementation of the evaluation index system to improve the performance evaluation scheme design.Finally, the performance appraisal system design plan implementation countermeasure suggestion carries on the detailed elaboration.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F426.61;F272.92

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